Purpose
This study aimed to identify the effects of the nursing practice environment and reciprocity among hospital nurses on their intent to leave, and to investigate the mediating effect of reciprocity in this process.
Methods
This study was conducted with 218 full-time nurses working for more than 6 months at four general hospitals located in two cities in South Korea. Data were collected using questionnaires from July 26 to August 12, 2022, and analyzed using IBM SPSS/WIN 23.0 and SPSS Process Macro.
Results
The nursing practice environment (r=-.38, p<.001) and reciprocity (r=-.33, p<.001) were negatively related to the intention to leave. The nursing practice environment and reciprocity affected intent to leave, reciprocity had a partial mediating effect between the nursing practice environment and intent to leave.
Conclusion
Nursing managers should strengthen the nursing work environment and reciprocity levels to reduce nurses’ intention to leave. Additionally, nursing managers need to effectively manage the organizational culture so that nursing services can be provided in a friendly medical culture that values fair and equal cooperation.

Purpose
This study aimed to determine the mediating effect of leader-member exchange (LMX) on the relationship between nursing unit managers’ethical leadership and nurses’turnover intentions.
Methods
A cross-sectional nationwide survey was performed using structured questionnaires. A total of 225 clinical nurses working in general tertiary hospitals were recruited through proportional quota sampling; the quota used represented the location of working hospitals in South Korea. Data were collected through an online survey and snowball sampling from June to September 2022 and analyzed using the SPSS 25.0 program. A mediation analysis was performed using a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval.
Results
In bootstrapping, the indirect effect (X→M→Y) was statistically significant (B=-0.77, 95% CI:-1.02 to -0.50). LMX showed a mediating effect on the relationship between nursing unit managers’ethical leadership and clinical nurses’ turnover intention. In this model, the total effect was B=-0.93 (p<.001).
Conclusion
These findings suggest that LMX must be considered when making a strategy for nursing retention in the hospital setting. Nursing unit managers with ethical leadership could decrease nurses’ turnover intention by improving the LMX.

Purpose
This study investigated the effects of job embeddedness and resilience on the relationship between job rotation stress and nursing work performance among clinical nurses. Methods: We conducted a nationwide online survey with 205 nurses employed at advanced general or general hospitals. Data were collected from August 17 to October 5, 2021. We analyzed the data using various descriptive statistics, independent t-tests, one-way analysis of variance, Scheffé test, Welch test, Games-Howell test, Pearson's correlation coefficients, multiple regression, and the PROCESS macro with a 95% bias-corrected bootstrap confidence interval. These analyses were conducted using SPSS Windows Software version 23.0 and SPSS PROCESS macro version 3.5.2. Results: Nurses' job embeddedness mediated the relationship between job rotation stress and nursing work performance (B=-0.02, p<.05). Furthermore, their resilience moderated this mediated relationship, also known as moderated mediation, with job embeddedness as the mediating factor (B=-0.02, p<.05). Conclusion: These findings imply that, when devising a strategy to improve the nursing work performance of nurses undergoing job rotation, their resilience levels should be considered. Reducing job rotation stress while concurrently enhancing job embeddedness is essential for enhancing the nursing work performance of nurses with high levels of resilience.

Purpose
This study investigated the effects of nursing unit managers' authentic, transformational, and transactional leadership styles on positive psychological capital and turnover intention in advanced beginner-stage nurses (ABNs).
Methods
The study included 157 nurses with clinical experience ranging form more than one year to less than 3 years in three general hospitals. Data analysis was conducted using the SPSS/WINdows software version 26.0.
Results
Authentic, transformational, and transactional leadership styles of nursing unit managers increased the positive psychological capital of ABNs, thereby lowering their turnover intention. Additionally, the turnover intention of ABNs was negatively correlated with the authentic, transformational, and transactional leadership styles of a nursing unit manager and positive psychological capital. Positive psychological capital showed a mediating effect in the relationship between authentic, transformational, and transactional leadership styles of nursing unit manager and turnover intention of ABNs.
Conclusion
To reduce ABNs turnover, medical institutions and nursing organizations should focus on enhancing nursing unit managers’ transformational and authentic leadership styles. Moreover, as transactional leadership has been found to decrease the turnover intention among ABNs, nursing unit managers should carefully consider their responsibilities and resources allocation to provide conditional compensation support to nurses.

Purpose
A descriptive survey-based study was undertaken to determine how emotional intelligence mediates the relationship between social support and resilience by clinical nurses, thereby providing primary data for improving resilience.
Methods
This study involved a descriptive survey of 202 nurses working in four general hospitals. Using SPSS/WIN 26.0, frequency analysis, descriptive statistics, and multiple regression analyses were conducted.
Results
Social support had a statistically significant positive correlation with emotional intelligence (β=.49, p<.001) and resilience (β=.47, p<.001). Emotional intelligence showed a statistically significant positive correlation with resilience (β=.66, p<.001). Emotional intelligence was found to have a partial mediation effect on the relationship between social support and resilience (z=5.76, p<.001).
Conclusion
The study also discovered that social support and emotional intelligence are factors influencing clinical nurses' resilience. Furthermore, it evident that emotional intelligence has a partial mediating effect on the relationship between social support and resilience. Therefore, it is necessary to consider nurses’ emotional intelligence at the individual level to effectively improve resilience through social support.

Citations

• Effects of Job Stress, Social Support, and Infection Control Fatigue on Professional Quality of Life among Nurses in Designated COVID-19 Hospitals
  Minyoung Shin, Woojoung Joung
  Journal of Korean Academy of Nursing Administration.2023; 29(5): 603.     CrossRef